
Impact Score
Impact Score


| Metric | Value | Unit | Year | PDF Name | PDF Page | |
|---|---|---|---|---|---|---|
CEO Pay Ratio | ||||||
| Clemens Jungsthöfel | 2025 | 2025_GBKonzern_e.pdf | 6 | |||
| 22,7 | Ratio | 2025 | 2025_GBKonzern_e.pdf | 104 | ||
Employee Turnover Rate | ||||||
| 10,2 | % | 2025 | 2025_GBKonzern_e.pdf | 103 | ||
Gender Pay Gap | ||||||
| 27,1 | % | 2025 | 2025_GBKonzern_e.pdf | 104 | ||
Glass Ceiling | ||||||
| 29,1 | % | 2025 | 2025_GBKonzern_e.pdf | 103 | ||
| 4 245 | people | 2025 | 2025_GBKonzern_e.pdf | 103 | ||
| 2 180 | Female | 2025 | 2025_GBKonzern_e.pdf | 102 | ||
Greenhouse Gas Emissions | ||||||
| 23 987,1 | tCO2e | 2025 | 2025_GBKonzern_e.pdf | 93 | ||
| 4 245 | people | 2025 | 2025_GBKonzern_e.pdf | 103 | ||
| 3 551,9 | tCO2e | 2025 | 2025_GBKonzern_e.pdf | 93 | ||
Harassment and Discrimination at the Workplace | ||||||
| Yes | 2025 | 2025_GBKonzern_e.pdf | 105 | |||
| Yes | 2025 | 2025_HR_Code of Conduct_EN.pdf | 26 | |||
| Yes | 2025 | 2025_GBKonzern_e.pdf | 105 | |||
| Yes | 2025 | 2025_HR_Code of Conduct_EN.pdf | 14 | |||
Renewable Energy | ||||||
| 44,9 | % | 2025 | 2025_GBKonzern_e.pdf | 92 | ||
Supply Chain | ||||||
| 18 843 266,8 | tCO2e | 2025 | 2025_GBKonzern_e.pdf | 93 | ||
| 3 551,9 | tCO2e | 2025 | 2025_GBKonzern_e.pdf | 93 | ||
| 23 987,1 | tCO2e | 2025 | 2025_GBKonzern_e.pdf | 93 | ||
| 4 245 | people | 2025 | 2025_GBKonzern_e.pdf | 103 | ||
Union Formation and Collective Bargaining Power | ||||||
| 46,7 | % | 2025 | 2025_GBKonzern_e.pdf | 103 | ||
Women on the Board | ||||||
| 9 | people | 2025 | 2025_GBKonzern_e.pdf | 57 | ||
| 8 | people | 2025 | 2025_GBKonzern_e.pdf | 57 | ||
| 3 | members | 2025 | 2025_GBKonzern_e.pdf | 52 | ||
| 4 | members | 2025 | 2025_GBKonzern_e.pdf | 57 | ||
Women in Management | ||||||
| 29,1 | % | 2025 | 2025_GBKonzern_e.pdf | 103 | ||
